Insights

Many of us arrive at the festive season wondering how the year has flown by so quickly. Between our work commitments and our everyday world of family we hit the end of year with a sudden thud!

The year has got away from us yet again. Many make a new years’ resolution that they will not continue with the pace of the previous year or will change companies or seek a promotion. The reality is that for a large percentage the change doesn’t come. We get stuck in the cycle and continue as we have done the previous year.

I’ve often talked about the failings of the recruitment industry, despite the fact that I and many other good people strive for the highest standards of professionalism.

But we don’t talk enough about what candidates can do to be professional in their dealings with us.

When I’m working with job seekers – either as a career coaching client or as an applicant for a job I’m recruiting – I find it frustrating when they can’t identify their employers of choice.

It’s like asking someone what they want to eat, and they say “Anything will do.” That bugs me because I can’t pick up the phone and order ”anything” from my local takeaway. It also bugs me because it shows there’s no thought going into it.

Why does an executive recruiter like me write a book telling people how to “uncover the hidden job market” for themselves?

For two reasons.

One, I genuinely want to serve people. I’m very aware that recruitment is not well respected as an industry. Often, when I tell people I’m a recruiter, they can’t wait to share some awful experience they’ve had.

So I want to show that many recruiters are in fact caring professionals who treat clients and candidates with respect and integrity.

Two, I’m very aware that most people will not find their next role via a recruiter, even a good one.

That’s because only a small percentage of jobs are actually filled by recruiters.

Why does an executive recruiter like me write a book telling people how to “uncover the hidden job market” for themselves?

For two reasons.

One, I genuinely want to serve people. I’m very aware that recruitment is not well respected as an industry. Often, when I tell people I’m a recruiter, they can’t wait to share some awful experience they’ve had.

So I want to show that many recruiters are in fact caring professionals who treat clients and candidates with respect and integrity.

I want to give you an example of this in action, so you can understand how to apply these principles for yourself.

If you search on LinkedIn for “executive search” in Australia, my profile will appear at the top of the search results.

And if you search for “career coach” in Australia, my profile will again appear at the top of the list.

Please take a moment to do this search, putting “executive search” and “Australia” into an Advanced search (located at the right of the search bar at the top of the LinkedIn page). As you’ll see, I am currently ranked No. 1 in Australia.

After nearly 15 years in recruitment I would like to think I can write a pretty good job ad. “Position the organisation, sell the job and describe what’s in it for the candidate” – It may sound easy but so many are doing it wrong.

How do I know this?

Every 6 weeks for the past 18 months Richard Triggs and I have run our “Always Stand Out” workshop somewhere. At every event we have 25 to 50 senior managers and executives (CEO’s, CFO’s, COO’s, GM’s, NED’s) keen to understand the changing marketplace, LinkedIn and how to uncover the hidden job market.

You might think it’s an odd choice for an executive recruiter to recommend to job seekers. Here’s why this book – and its compelling message – is a really valuable aid in your job search.

I’ve written before about why job ads have disappearedto make you aware that the majority (some say 90%) of jobs are now filled by recruiters and companies searching the LinkedIn database to find their preferred candidates.

I suggested that your career planning should involve you exploring all the possibilities of Quadrants Two, Three and Four. I want you to give careful thought to what other roles you could do within your current industry; and what other industries you could bring value to.

This is all about transferable skills and it’s really valuable for you to be able to demonstrate HOW your experience can transfer into other roles and into other industries

In my work as an executive recruiter and career coach, I frequently counsel my coaching clients on proactive steps they can take to speed up the process of finding a new position.

Tapping into your existing network can be a valuable way to learn about potential new roles. Every day, for all sorts of reasons, there are changes at a company that could result in a job opening. Getting the “inside running” on that opening can give you a huge advantage.

In fact, it’s been my experience that the majority of jobs have always been filled in more informal ways.

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About Arete

Our team is drawn from the senior ranks of the recruitment industry bringing many years of experience, knowledge and tenacity – this means shorter, targeted searches with better results. Arete has the advantage of a dedicated “world’s best practice” research team which is able to identify exceptional talent, whether they are actively looking or not.